I-O Psychology

Chapter 1

Psychology:

1. Def

2. Trends

3. Areas of Speciality

1. The study of behavior and mental processes.

2. Psychologists use systematic scientific methods in an effort to understand more about the hows and whys of human behavior and human thought processes.

3. Specialty areas each focus on a different aspect of behavior- e.g. developmental, cognitive/cognition, social psychology.

I-O Psychology

Chapter 1

I-O

Definition

History

1. The branch of psychology that is concerned with the study of behavior in work settings and the application of psychology principles to change work behavior.

2. Early psychologists include Hugo Munsterberg (1913-personnel selection) and Walter Dill Scott (1970-psychology in advertising).

Frederick W. Taylor (founder of the scientific management movement) along with Frank & Lillian Gilbreth implementeed the principles of scientific management and revolutionized several physical labor jobs by making the accepted work procedures more efficient and productive.

I-O Psychology ψ 

Chapter 1

Time-&-Motion Studies

1. Def

1. Procedures in which work tasks are broken down into simple componenet movements and the movement's times to develop a more efficient method for performing the task.

I-O Psychology ψ 

Chapter 1

Scientific Management

1. Who

2. What

3. When

*1930's?

1. Frederick Taylor

2. A method using scientific principles to improve the efficiency and productivity of jobs.

3. WW-I Robert Yerkes worked with the U.S. Army to create intelligence tests for the placement of Army Recruits.

* 1930's Elton Mayo- Famous studies on effects of lighting and worker productivity.

I-O Psychology ψ 

Chapter 1

Hawthorne Effect:

1. Def

1. Changes in behavior occurring as a function of the participants' knowledge that they are being observed and their expectations concerning their role as a a research participant.

I-O Psychology ψ 

Chapter 1

Human Relations Movement:

1. Def

1. A movement based on the studies of Elton Mayo that emphasizes the importance of social factors in influencing the work place.

I-O Psychology ψ 

Chapter 1

The 4 Trends of I/O ψ 

1.

2.

3.

4.

1st Trend: The changing nature of work. Many jobs are becoming increasingly complex due to technological advancements, and they are more demanding, requiring workers to process more and more information and to make more decisions.

2nd Trend: Expanding focus on human resources- Organizations have become more and more concerned about and responsive to the needs of the workers.

3rd Trend: Increasing diversity of the workforce. Although diversity has benefits, demographic and cultural differences can-if not carefully managed- create great difficulties in the functioning of work teams (i.e. increasing conflict and decreasing performance and cooperation)

4th Trend: Increasing Globalization of Business- As more and more organizations go international, there is an increasing need for workers to be trained for working in or with organizations located in other/different countries.

1. A strategy of reducing an organization's workforce to improve organizational efficiency and/or competitiveness.

2. Came from the 1st Trend in I/O Psych- The changing nature of work.

I-O Psychology ψ 

Chapter 2

4 Goals of Research Methods

4 goals & descriptions/examples

1. To Describe- i.e. to paint an accurate picture of workplace phenomenon

2. To Explain- i.e. to discover why certain work behaviors occurr.

3. To Predict- i.e. such as using a test to predict the best employee for a job.

4. To control/alter behavior to obtain desired outcomes- i.e. Raising feelings of job satisfaction by involving the employee and making them feel of use.

I-O Psychology ψ 

Chapter 2

Six Steps in Research Process:

List

1. Formulation of the problem or issue.

2. Generation of Hypotheses.

3. Selecting the research design- type of research method.

4. Collection of Data.

5. (Statistical) Analyses of research data

6. Interpretation of research results and drawing of conclusions.

I-O Psychology ψ 

Chapter 2

Variables

The elements measured in research investigations

I-O Psychology ψ 

Chapter 2

Hypotheses

Statements about the supposed relationships between or among variables.

I-O Psychology ψ 

Chapter 2

Theory/Model

I-O Psychology ψ 

Chapter 2

Sampling

I-O Psychology ψ 

Chapter 2

Random Sampling

I-O Psychology ψ 

Chapter 2

Stratified Sampling

I-O Psychology ψ 

Chapter 2

Objectivity

I-O Psychology ψ 

Chapter 2

Major Research Designs

Experimental Method

1. Def

2. Includes: 6 important things

1. A research design characterized by a high degree of control over the research setting to allow for the determination of cause-&-effect relationships among variables.

2. Includes:

-Independent Variable

-Dependent Variable

-Treatment Group

-Control Group

-Extraneous Variables

-Random Assignment

I-O Psychology ψ 

Chapter 2

Major Research Designs

Quasi-Experiment

I-O Psychology ψ 

Chapter 2

Major Research Designs

The Correlational Method

A research design that examines the relationship among or between variables as they naturally occurr, but it does not prove causation.

I-O Psychology ψ 

Chapter 2

Major Research Designs

Meta-Analysis

& effect size

A technique that allows results from several different research studies to be combined and summarized.

Effect Size: An estimate of the magnitude of a relationship or the effect found in a research investigation.

I-O Psychology ψ 

Chapter 2

Major Research Designs

The Case Study Method

I-O Psychology ψ 

Chapter 2

Major Research Designs

List All 5

1. Experimental Method

2. Quasi-Method

3. The Correlational Method

4. Meta-Analysis

5. The Case-Study Method

I-O Psychology ψ 

Chapter 2

Major Research Designs

Independent Variable

I-O Psychology ψ 

Chapter 2

Major Research Designs

Dependent Variable

I-O Psychology ψ 

Chapter 2

Major Research Designs

Treatment Group

I-O Psychology ψ 

Chapter 2

Major Research Designs

Control Group

A comparison group in an experimental investigation that receives no treatment.

I-O Psychology ψ 

Chapter 2

Major Research Designs

Extraneous Variables

Variables other than the independent variable that may influence the dependent variable.

I-O Psychology ψ 

Chapter 2

Major Research Designs

Random Assignment

A method of assigning subjects to groups by chance to control for the effects of extraneous variables.

e.g. Of experimental method-

 A Laboratory & A Field Experiment.

I-O Psychology ψ 

Chapter 2

Measurment of Variables

Operationalized

I-O Psychology ψ 

Chapter 2

Measurment of Variables

Obtrusive Observation:

I-O Psychology ψ 

Chapter 2

Measurment of Variables

Unobtrusive Observation

I-O Psychology ψ 

Chapter 2

Measurment of Variables

Self-Report Techniques

I-O Psychology ψ 

Chapter 2

Measurment of Variables

Surveys

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Internal Validity

The extent to which extraneous or confounding variables are removed

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

External Validity

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Informed Consent: Ethical Issues

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Quantitative Data

(Measurment)

Can be measured!

Data that measure some numerical quantity.

e.g. test scores

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Qualitative Data

(Categorical or Frequency)

Can not be measured :(

Datat that measure some category or measurement quality.

e.g. number of times a person exhibits a behavior.

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Descriptive Statistics

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Frequency Distribution

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Measures of Central Tendency

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Variablitiy

Estimate the distribution of scores around the middle or average score.

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Median

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Standard Deviation

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Inferential Statistics

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Statistical Significance

The probability of a particular result occurring by chance, used to determine the meaning of research outcomes.

If the probability of occurrence by chance is less than .05 (P < .05) then the research is said to be statistically significant.

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

T-Test

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Normal Distribution

(bell shaped curve)

A distribution of scores alongt a continuum with known properties.

I-O Psychology ψ 

Chapter 2

Interpreting Research Results

Correlation Coefficiant

A statistical technique used to determine the strength of a relationship between two variables

(+1.00 or -1.00)

(Shows the presence of a relationship NOT cause)

I-O Psychology ψ 

Chapter 3

Job Analysis

Personnel Psychology

I-O Psychology ψ 

Chapter 3

Job Analysis

Duties for Personnel Psychology

(8)

1. Recruitment

2. Selection

3. Placement

4. Appraisal (job performance evaluation)

5. Training

6. Job Design- job fits the individual

7. Safety- prevention

8. Personnel decisions-

    e.g. promotion, compensation, firing, transfer

I-O Psychology ψ 

Chapter 3

Job Analysis

Anastasi 4 Steps

1. Set Criteria: define each job separately- job analysis

2. Guess Predictors: how a person should perform- assessment

3. Validation (r): Correlate job performance with original test scores

4. Set Decision Strategy:

    a- eliminate invalid predictors/keep valid ones

    b- decide the optimal way to use good decisions and eliminate bad ones.

I-O Psychology ψ 

Chapter 3

Job Analysis

Job Analysis

1. Def

2. Elements?

3. FJA?

1. The systematic study of the tasks, duties, and responsibilities of a job and the qualities needed to perform it.

2. Job Elements- i.e. what it takes to do a job

3. FJA: Functional Job Analysis- knowledge, skills, & abilities

I-O Psychology ψ 

Chapter 3

Job Analysis

Job Description

A detailed description of job tasks, procedures, and responsibilities; the tools and equipment uses; and the end product or service.

I-O Psychology ψ 

Chapter 3

Job Analysis

Job Specification

I-O Psychology ψ 

Chapter 3

Job Analysis

Job Evaluation

An assessment of the relative value of a job to determine appropriate compensation.

I-O Psychology ψ 

Chapter 3

Job Analysis

Job Analysis Methods

(& descriptions)

(5)

1. Observations- observing and taking notes on work behaviors

2. Participation- job analyst actually doing a job to get a first hand understanding of how the job is performed

3. Existing Data- records of analysis

4. Interviews

5. Surveys- Administration of questionnaires.

I-O Psychology ψ 

Chapter 3

Job Analysis

Subject Matter Expert

(SME)

job diaries?

An individual who has detailed knowledge about a particular job.

Job Diaries: Having incumbents record their daily activities.

I-O Psychology ψ 

Chapter 3

Job Analysis

Uses of Job Analysis

(6)

1. Apraise the performance of individuals

2. Group performance appraisal

    i.e. rating a units output

3. Training

4. Improved Procedures

5. Safety- reduce accidents

6. Equipment Design

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Job Element Method

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Functional Job Analysis

DOT

SOC

O*NET

Structured Job Analysis technique that examines the sequence of tasks in a job and the processes by which they are completed.

DOT:

Dictionary of Occupational Titles- a reference guide that classifies and describes over 40,000 jobs.

SOC:

Standard Occupational Classification- a 9 digit code representing a job category and the level of functioning of a job.

O*NET:

The U.S. Departmetn of Labor's web site that provides comprehensive information about jobs & careers.

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

DOT

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

SOC

Standard Occupational Classification- a 9 digit code representing a job category and the level of functioning for a job

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

O*NET

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

PAQ

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Critical Incidents Technique

A job analysis technique that relies on instances of especially successful or unsuccessful job performance.

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Compensable Factors

The job elements that are used to determine appropriate compensation for a job.

e.g. the physical demands of a job, amount of training or experience required, working conditions, and any responsibility that the job carries.

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Comparable Worth

The notion that jobs that require equivalent KSAO's (knowledge, skills, abililities, and other attributes) should be compensated equally

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Exceptioning

I-O Psychology ψ 

Chapter 3

Specific Job Analysis Techniques

Glass Ceiling

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Performance Appraisals

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Performance Criteria

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Objective Performance Criteria

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Subjective Performance Criteria

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Criterion Relevance

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Criterion Contamination

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Criterion Deficiency

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Criterion Usefulness

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

Sources of Performance Ratings

I-O Psychology ψ 

Chapter 5

Evaluating Employee Performance

I-O Psychology ψ 

Chapter 5

Methods of Rating Performance

I-O Psychology ψ 

Chapter 5

Methods of Rating Performance

I-O Psychology ψ 

Chapter 5

Methods of Rating Performance

I-O Psychology ψ 

Chapter 5

Methods of Rating Performance

I-O Psychology ψ 

Chapter 5

Methods of Rating Performance

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

Performance appraisal methods using a predetermined scale to rate the worker on important job dimensions.

e.g. quality of work, dependability, and the ability to get along with other workers.  

I-O Psychology ψ 

Chapter 5

Individual Methods

Behaviorally Anchore Rating Scales 

BARS 

I-O Psychology ψ 

Chapter 5

Individual Methods

Behavioral Ovservational Scales

BOS 

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

Causal Attribution

1.Def

2. Types (2) 

Def: The process by which people assign cause to events or behaviors.

Types:

1. The first type is the tendency to give more extreme appraisals if it is believed that the cause of a worker's performance is rooted in effort rather than ability.

2. The second type is called actor observer bias 

Actor Observer Bias: the tendency for observers to overattribute cause to characteristics of the actor (i.e. ability effort and personality) and the tendency for the actor to overattribute cause to situational characteristics (i.e. task difficulty, luck, work environment)   

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 5

Individual Methods

Human Factors

I-O Psychology ψ 

Chapter 5

Individual Methods

Operator Machine System

I-O Psychology ψ 

Chapter 5

Individual Methods

Ergonomics

I-O Psychology ψ 

Chapter 5

Individual Methods

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

Selye 1956 

huh? 

Defines stress as GAS

or

General Adaptation Syndrome.  

I-O Psychology ψ 

Chapter 9

Stress & Burnout

Good stress associated with peak performance

e.g. exercise  

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

A feeling of having little input or effect on the job and/or work environment.

Typically owns results in stress.  

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

Conditions of the workplace

i.e. too hot or too cold.

I-O Psychology ψ 

Chapter 9

Stress & Burnout

Technostress

&
Disposisional Stressors relate to?

Technology changing individual sources of work stress.

(Always ahead of people)

Dispositional Stressors relate to → Attitude

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Stress & Burnout

I-O Psychology ψ 

Chapter 9

Measures of Worker Stress

Measures the bodily functions and responses

i.e.  heart rate, sweat, breathing, etc.

I-O Psychology ψ 

Chapter 9

Measures of Worker Stress

I-O Psychology ψ 

Chapter 9

Measures of Worker Stress

SLE

Stressful Life Events 

Categorize stressful life events from 1 to 100

e.g. loss of spouse is 100 on the scale  

I-O Psychology ψ 

Chapter 9

Measures of Worker Stress

Person Environment Fit

(P E) 

Not the job or the work environment or the individual, but a combination of these factors in an inefficient way.

E.g. a fast working individual put in a slow paced work environment.  

I-O Psychology ψ 

Chapter 9

Measures of Worker Stress

1. Physiological Measures of Stress

2. Self Report

3. SLE Stressful Life Events

4. Person Environment (PE) Fit

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

Burnout 

3 Components 

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

MBI

Maslach Burnout Inventory 

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

Techniques that can be used to deal with work stress.

e.g.  exercise, meditiation, or cognitive restructuring

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

Organizational Coping Strategies

Def & 7 Examples 

Techniques that organizations can use to reduce stress for all or most employees

e.g.

1. improving the person/job fit

2. improving employees training and orientation programs

3. increasing employees sense of control

4. eliminate punitive management

5. remove hazardous or dangerous work conditions 6. provide a supportive, team oriented work environment

7. improve communication.

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

Counterproductive Work Behaviors

(CWB's) 

Deviant, negative behaviors that are harmful to an organization and its workers.

e.g. stealing, vandalism, sabotage, harassment, drugs, etc.   

I-O Psychology ψ 

Chapter 9

Frankenburger 1954 Burnout

Employee Assistance Program's

(EAP's)